For employers with a union workforce - or a workforce that could unionize — complying with the National Labor Relations Act is an ongoing headache.

Election years often bring a flurry of legislative and regulatory activity that could significantly impact employers.

The first of this two-part series will describe some key changes in federal regulations that may make it harder, more costly, and less efficient for roofing contractors and other employers to run their organizations.

While it may seem like a stretch that employees have a legal right to bash their employers on social media, the NLRA protects the right of employees to engage in 'protected concerted activities.'

As more politicians and union-affiliated groups push for higher minimum wages, employers need to prepare now for the significant financial, compliance and regulatory challenges these changes may bring.

When California’s Fair Pay Act took effect on Jan. 1, it represented one of the toughest equal pay laws in the nation.

OSHA is expected to increase fines and make it harder than ever for employers to police safety violations.

Last June, Crothall Services Group Inc. was sued by the U.S. Equal Employment Opportunity Commission (EEOC) for failing to maintain proper records on its employees.

When the changes become effective, employers can expect greater scrutiny and a further increase in wage and hour lawsuits.